Upon completion of this course, participants will be able to:

• Distinguish between the compliance-focused **Orientation** and the culture/integration-focused **Induction** and **Onboarding** process.
• Design a comprehensive, phased **Onboarding** program that spans from pre-hire to the first 90 days of employment.
• Master the use of digital tools (**LMS, HRIS**) to streamline compliance paperwork and administrative tasks efficiently.
• Develop engaging content and activities that effectively communicate the organization's culture, values, and strategic goals.
• Design clear 30/60/90-day success milestones, role clarity, and first-task assignment for new hires.
• Train managers and peer mentors (**"buddies"**) on their crucial roles in the successful integration and support of new employees.
• Develop key metrics (e.g., **Time-to-Productivity**, **New Hire Turnover**) to measure the effectiveness of the program.
• Integrate the **Induction** program with the organization's **Employee Value Proposition (EVP)** and employer brand narrative.

• HR Generalists and Onboarding Coordinators
• Training and **L&D** Specialists responsible for new hire content design
• Managers and Supervisors who receive and integrate new team members
• Talent Acquisition and Employer Branding Professionals
• **HRIS** Administrators implementing onboarding technology

• Group exercises designing a 30/60/90-day plan with specific, measurable milestones for a given job role.
• Workshops on developing a checklist and script for a new manager's role in a new hire's first week.
• Case studies analyzing organizational success in achieving significant new hire retention through strategic onboarding.
• Individual exercises outlining a communication plan for a new hire from offer acceptance to Day 1.
• Discussions on the challenges of achieving cultural integration in a fully remote onboarding environment.

Unit 1: The Strategic Case for Onboarding Excellence

• Defining **Induction, Orientation**, and **Onboarding** and their direct link to new hire retention and engagement
• The cost of poor onboarding (early turnover, low productivity) and the **ROI** of a best-in-class program
• Integrating the **Onboarding** experience with the **Employee Value Proposition (EVP)** and corporate values
• Designing the process to ensure diversity, equity, and inclusion are embedded from day one

Unit 2: The Phased Onboarding Journey Design

• Mastering the **Pre-Boarding** phase: compliance, paperwork, and "welcome" communication before Day 1
• Designing Day 1 and the first week: focusing on culture, connection, and emotional support over information overload
• Developing a structured 30/60/90-day plan that moves from learning/compliance to full productivity
• Strategies for tailoring onboarding content for different employee segments (e.g., remote, executive, specialized roles)

Unit 3: Content, Delivery, and Technology

• Developing engaging **Induction** content: mission, vision, strategy, and organizational structure overview
• Utilizing **HRIS** and **LMS** technology for self-service, automated compliance form completion, and content tracking
• Strategies for a "flipped-classroom" approach: minimizing lecture time and maximizing social and interactive learning
• Designing an effective new hire portal or intranet site as a centralized resource hub

Unit 4: Stakeholder Roles and Support Systems

• Training managers on their critical onboarding responsibilities: setting expectations, coaching, and providing frequent feedback
• Designing and implementing a formal peer mentor or **"Buddy"** program for social and cultural integration
• Strategies for ensuring cross-functional connections and early networking for new hires
• The role of **HR** as the orchestrator: coordinating all stakeholders and ensuring a seamless experience

Unit 5: Measurement and Continuous Improvement

• Key metrics for measuring **Onboarding** effectiveness: **New Hire Turnover** (especially in the first 6-12 months), **Time-to-Productivity**, and satisfaction scores
• Conducting new hire pulse checks and surveys to gather actionable feedback on the program's content and delivery
• Strategies for auditing **Induction** program content and process for ongoing relevance and compliance
• Action Planning: establishing a continuous improvement cycle for the **Onboarding** journey based on data